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Sustaining Success
December 2009
Envision, Evolve, Achieve
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Congratulations!
You have been chosen to receive our monthly newsletter... Free! If this is your first issue, then welcome! I appreciate the opportunity to share best practices in leadership, management, personal and professional growth, recruiting, retention, and other areas critical to your success.
Sincerely,
Laurie Mrva
Achieve Success LLC |
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| The Cost of Keeping Non-Performers
You may be surprised on the amount of money that is wasted when you have non-performers in your business. With businesses feeling the economic crunch, it is important to be able to recognize those who are hard workers, and those who are only costing you money. There are many reasons why eliminating the non-performers in your business is a smart business move.
Here are some reasons why you should not keep the non-performers in your company:
1. They Cause Bad Customer Service - If you have a non-performer in your place of business, their attitude is going to show to your clientele. The non-performers won't feel impelled to give good customer service and often don't want to do anything to help the company. Your clientele doesn't want to deal with someone who is not catering to their needs, especially when they are buying from you. As the business owner, you must address these issues before your clientele starts using your competitor(s).
2. They Cost You A Lot Of Money - When a non-performer is not doing his or her job, it is costing you money and productivity. Plus, you may be missing out on gaining new clientele too. Having the employee that works hard and gets the job done, is what will help your business grow and to be more competitive. It is your responsibility as a leader, manager, owner, etc... to keep productivity high and the employees focused on the company goals.
3. They Bring Down Morale - Because the non-performer is not doing his or her work; it often means that someone else has to complete the tasks. This causes frustrations amongst the employees and causes the morale to decrease. Having a decrease in employee morale can lead to lower productivity and means that you have the potential for creating more non-performers. This needs to be avoided at all costs. If it is not dealt with, you can risk losing employees and clientele.
When you have non-performers eliminated from the payroll, your business can grow and prosper. Non-performers in your business are a plague to your bottom line. As a business owner, it is your responsibility to get to know your employees, keep them focused, productive, and to keep others from becoming a non-performer.
Non-performers will only decrease your chances to increase your revenues for your business. With the morale that is lost, the money that is wasted, and the poor customer service provided, these non-performers can really hurt your business if you don't take action.
Build a company of top performers by eliminating the poor performers and keeping everyone goal orientated.
What gets measured gets done!
Copyright protected, Sorrell Associates, LLC all rights reserved worldwide. ©Gary Sorrell |
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Five Levels of Problem Solvers
Managers, please understand that employees fall into one of these five profiles...what are the risks and costs for keeping level 1 and 2's? There is some value in level 3 and 4's, but level 5 "Problem Eliminators" can save you money!
Note: Do not keep level 1 or 2 performers
Level 1: Problem Avoiders
Inherently blind to or in denial of problems right in front of them. This is especially true if they created it. They do not want to be associated with anything that could hurt their reputations.
Level 2: Problem Identifiers
Like Avoiders, they can see there is a problem, but do not think it is their responsibility to do anything about it, because the problem does not overtly affect them and they have their own problems to deal with.
Level 3: Problem Reporters
Can see there is a problem, but want someone else to deal with it. After all, they may not have created it and they may think they are not required or paid enough to fix it.
Level 4: Problem Solvers
The hero (white knight), they are eager to solve the problems that pop up. They often have good intentions and mean to be helpful, but in reality, they think that they saved the day and you are lucky to have them. It is good to have problem solvers, but do not let them stop until the cause of the problem has been eliminated.
Level 5: Problem Eliminators
Anticipates and addresses problem situations before they become a crisis. They examine the root cause of a problem and they address the issues and implement actions to prevent the problem from reoccurring.
Written by Bill Maloney and adapted with permission. Copyright protected worldwide. All rights reserved |
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"Life is like a ten-speed bike. Most of us have gears we never use."
~ Charles Schulz, Cartoonist
"There is nothing so useless as doing efficiently that which should not be done at all."
~ Peter Drucker
"Only those who dare to fail greatly can ever achieve greatly."
~ Robert F. Kennedy
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| About Us
Laurie helps organizations and professionals make positive changes to achieve their goals. Achieve Success offers customized solutions to your business challenges including strategic planning, leadership development and employee assessment tools to assist with hiring, promoting and developing key skills to enhance success.
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December -
12/09 - Kick off for G.P.S. for Entreprenuers
G.P.S. for Entreprenuers - Define your Goals, Plans, and Strategies for 2010. Contact Laurie TODAY to learn how this may benefit you.
Need A Speaker at your next association meeting, civic event or conference? I would love to learn about the groups and causes that are important to YOU! |
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Free Consultation
Contact me for a complimentary consultation to discuss the results YOU would like to realize this year. Call 540-597-0813 or Click Here to email me.
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How Can You Effectively Criticize a Co-Worker?
One way is to create the perception of a common goal. This is where choosing the right words helps. It's using a cooperative vocabulary. Instead of saying, "Unless you get moving fast on those statistics, I'm not going to be able to get this report done on time," try emphasizing the common goal: "We could get our report done quickly if you firm up the statistical data while I enter the text." Use words like we and our.
The second way is to show how a peer's performance affects both of you. So instead of saying, "Get to the meeting on time," try something like, "Look, when you're late, it makes you look bad, it makes me look bad, and we don't get the next project. If we're both on time, we do." Now you've made a permissible criticism. You're saying, it is my business, because it affects my job.
A third tactic is to agree with the coworker, but point out that somebody else higher up would disagree. You say something like, "You know, I used to do it this way because it's easier. But when Jack finds out about this, he's going to make you do it over." Now you've aligned yourself with the person.
~ Author unknown | |
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Belief
Belief is the knowledge that we can do something. It's the inner feeling that what we undertake, we can accomplish. For the most part, all of us have the ability to look at something and know whether or not we can do it. So, in belief there is power: our eyes are opened; our opportunities become plain; our visions become realities.
"In the moment that you carry this conviction... in that moment your dream will become a reality"
~ Robert Collier | |
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